This is a summary of the results of an Emerging Leaders survey conducted in Australia in late 2009.

1. Australian
Emerging
Leaders
Survey
Results Conducted by
2010 aliciacurtis.com

2. Overview
Nearly 40% work for local businesses,
32% work for global organisaCons and
of Survey
28% for naConal businesses. Respondents
77% are aged between 24 and 35 years old
with the rest aged between 19 and 40.
32% work for a business with
one to fi=y employees while
55% work for businesses of
100 or more employees.

3. Biggest challenge
for a young professional in the workplace.
36% said it was not being taken
seriously such as:
‐ not being treated with respect
‐ their skills not recognized due
to their age or lack of
experience.
Others said work/life balance, need for training, lack of
opportuniCes, low confidence and managing people

4. What’s your biggest challenge
in the workplace?
“Always being seen as the
'Y' Generation and not
being given a real chance.
Being dismissed quickly
because you are young’.
Survey Respondent

5. Barriers to Leadership
7
20 Nothing
11
PoliCcs, No OpportuniCes
Lack of Experience
12 Doubt, Fear
17 Don’t want Leadership
14 Age
(These numbers represent the %)
1 out of 5 said that nothing holds them back
from a leadership posiCon

6. Assistance to Lead
What do you need to help you succeed in your leadership
responsibiliCes or aspiraCons at work?
8
15
Mentors
Training or Skills 15
55
More OpportuniCes
Stronger Leadership
Support from Colleagues
45
(These numbers represent the %)

7. What do you need to help you succeed in your
leadership responsibiliKes or aspiraKons at work?
“For me - it is very hard to be given the
opportunity to grow and move up the
company ladder. I feel like there needs
to be more job variety and training to
support me in becoming a well-rounded
leader for their company. The support
could come in the form of resources, job
variety and mentors.”
Survey Respondent

8. Top 4 Learning Areas
young professionals wanted to learn more about
1. Personal Branding: How to differenCate
yourself from the crowd by idenCfying and
communicaCng your skills and talents
2. Personal Vision: How to clarify your
personal and work vision for the future
3. Mentoring: How to find and make the
most of mentors
4. Strengths: How to idenCfy and harness
your strengths at work

9. Ment
37.9 oring
51.5 Form
al Edu
Onlin caCon
e Lea
Exper rning
ienCa
38.8 Mixtu l
35.0 (Thes
re
e num
9.7 bers r
epres
ent th
e %)
How do you prefer to develop your skills?
Learning Preferences

10. Broad Career Goals
36% have a career
goal for conCnuing
on a path toward
leadership.
Others included:
Advanced study (16%)
Own or Expand Business (13%)
SCmulaCng Job (10%)
Work/Life Balance (10%)

11. “To secure a role that I enjoy
and that is meaningful. I
want to do work that
matters and have flexibility
in attendance and
performance of my duties”
Survey Respondent
What are your broad career goals for
the next 10 years and beyond?

12. Employer Loyalty
How long do you intend to stay with your current employer?
18.4
62% intend on 34.5
staying 3 or more
years with their 20.7
current employer 8.0
20.7
1 year 2 years 3 years 4 years 5 years
(These numbers represent the %)

13. Top 3 IncenCves
to retain young professionals
1. OpportuniCes, challenges,
interesCng work (27%)
2. Career development,
promoCons, moving into a
leadership role (21%)
3. Fair pay (22%)

14. Top 3 Reasons
young professionals leave an employer
1. Lack of opportuniCes
or career growth (26%)
2. Problems with senior
managers (lack of vision,
support, feedback) (26%)
3. Lack of flexibility or inability to
achieve work‐life balance (15%)

15. “A business that is stagnant and set
in its ways, or that has a very
limited scope for new ideas and
opportunities would not keep me
very long”.
Survey Respondent
What would make you want to
leave an employer?

16. “63% said they have
personal moCvaCon
for their work and
receive support to
work effecCvely.”
Personal Meaning at Work

17. How can Alicia CurKs help your organizaKon?
1. Emerging Leaders Program
An intensive 6 month cross industry leadership program. Places are limited,
so confirm your organizaCon’s place for 2010 with Alicia now.
2. Internal Emerging Leaders Report
An in‐depth understanding of the issues facing your emerging leaders. A
personalized report with recommendaCons for your organisaCon is collated
from the findings.
3. Management PresentaKons
Alicia can present these report findings to your senior management and
facilitate a think tank session to gather the strategies to ignite your high
potenCal employees.

18. Receive the full report at
www.aliciacurCs.com
aliciacurtis
P.O Box 7273, Karawara WA 6152 + 61 413 565 338
alicia@aliciacurCs.com www.aliciacurCs.com